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Author: Mark Harcourt
Publisher:
ISBN: 9780992246846
Category : Distributive justice
Languages : en
Pages : 37
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Book Description
Author: Mark Harcourt
Publisher:
ISBN: 9780992246846
Category : Distributive justice
Languages : en
Pages : 37
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Book Description
Author: American Academy of Political and Social Science
Publisher: Sage Publications (CA)
ISBN:
Category : Employees
Languages : en
Pages : 212
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Book Description
Since 1889, The American Academy of Political and Social Science has served as a forum for the free exchange of ideas among the well informed and intellectually curious. In this era of specialization, few scholarly periodicals cover the scope of societies and politics like The ANNALS. Each volume is guest edited by outstanding scholars and experts in the topics studied and presents more than 200 pages of timely, in-depth research on a significant topic of concern-- http://ann.sagepub.com.
Author: Mark Harcourt
Publisher:
ISBN: 9780992246853
Category : Employee rights
Languages : en
Pages : 37
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Book Description
Author: Perritt
Publisher: Wolters Kluwer
ISBN: 1543817572
Category : Law
Languages : en
Pages : 2708
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Book Description
Whether your case involves a public or private sector job, a downsizing, or termination for cause, violation of employer policies, failure to keep a specific promise, adverse action for claiming employee rights, or whistle-blowing, Employee Dismissal: Law and Practice provides the guidance you need in this rapidly evolving area of employment law. Providing in depth analysis of the common law and statutory wrongful dismissal doctrines, as well as practical guidance on all aspects of employee dismissal litigation from complaints through jury instructions, Employee Dismissal: Law and Practice Online is an invaluable resource for evaluating and litigating a wrongful discharge case. Employee Dismissal: Law and Practice brings you up to date on the latest cases, statutes, and developments including: New case law for Illinois, Iowa, Pennsylvania, South Dakota, Washington, and West Virginia New section on discrimination based on immigration status New reference for state qui tam suits New case law on specific enumeration of disciplinary causes or steps giving rise to inference of employment security New case law on disclaimers New case law on identifying sources of public policy clearly New case law on constitutional provisions satisfying the clarity element of a public policy tort New case law on jeopardy to public policy when statutory remedies exist New case law on jeopardy to public policy when the contract protects employees Extensive analysis of the Supreme Court's Epic Systems decision and its implications for employee class actions New analysis of notice pleading requirements in employment cases New case law on whistleblower protection of shareholder employees New case law on the scope of public-sector whistleblower protections New case law on the availability of non-economic damages in statutory whistleblower cases New chapter on settlement negotiations with a computer program to estimate the best alternative to a negotiated agreement or reservation price
Author: James Douglas Grant
Publisher:
ISBN:
Category : Employees
Languages : en
Pages : 362
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Book Description
My objective in this research is to better understand the nature of employment relationships by examining violations of expectations and obligations by the employee and employer as evidenced by the dismissal of allegedly poorly performing employees. While the centerpiece of this work, the common law of wrongful dismissal, is a unique Canadian phenomenon, its relevance to theory and practice is enhanced by framing the study of the employment relationship within the broader discourse of justice and fairness. I begin by reviewing the theory and process of the law of wrongful dismissal in Canada. I then provide an overview of the literature with respect to the intersection of the psychological contract, organizational justice, and employee dismissal, as well as a review of the empirical study of employee dismissal. In addition, I embed the views of the Supreme Court of Canada with respect to the nature of the employment relationship, and the inequality of bargaining power and employee vulnerability in an analysis of divergent views of workplace justice. In the first of three studies, I content analyse Canadian wrongful dismissal cases selected because they deal with an employer alleging employee incompetence or poor performance. The data from the analysis is quantitatively examined to establish the determinants of case outcome (was the dismissed employee successful) and reasonable notice period that is awarded. I found that an employee victory is associated with several factors related to the performance management of an employee, to the unequal bargaining relationship in non-union employment contracts, to an employee's vulnerability, and to the "Wallace v. United Grain Growers" (1997) decision. However, only two of these factors are related to the length of reasonable notice period. In the second study, I surveyed human resource (HR) practitioners with an instrument constructed from items identified in the content analysis of the court cases in order to examine the determinants of perceived just cause and notice provided in workplace dismissals. I found that a much smaller set of determinants were associated with perceived just cause and reasonable notice period than were found in my examination of wrongful dismissal cases. In my final study, HR practitioners responded to a simulated dismissal based on the Wallace (1997) court case, a recent influential decision that has not been examined empirically to date. I found that there were significant differences in HR practitioners' perception of the legal basis of the employment contract compared to their psychological contract. Finally, I contrasted the courts' views with the perceptions and experience of HR practitioners. I found that the treatment of dismissed employees in the workplace understates the relevant factors considered important in both the law and in several views of workplace justice. Furthermore, I concluded that if HR practitioners are to achieve a better balance of employee and employer interests, management and organization scholars must be more prepared to examine a broad range of employee, employer, and social outcomes within a legal, justice, and organizational framework. I also argued that the Court's views in Wallace (1997), as well as the structure of the lower courts' decisions, are consistent with both an instrumental conceptualization of justice and a power and dependence model of employment relationships. I concluded that a more inclusive depiction of justice in the workplace must incorporate both the instrumental needs of the employee and employer as well as the inequality of power and dependence that is innate to the employment relationship, and is the context in which management decisions are made.
Author: Henry H. Perritt
Publisher: John Wiley & Sons
ISBN:
Category : Employees
Languages : en
Pages : 730
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Book Description
Author: Earl Spurgin
Publisher: Rowman & Littlefield
ISBN: 1786612259
Category : Philosophy
Languages : en
Pages : 307
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Book Description
Moral issues and questions abound in daily life. Media outlets frequently raise awareness of many, such as those concerning individuals’ right to privacy. The same venues seldom, if ever, raise awareness of others, such as moral issues and questions concerning our fantasies. Regardless of the level of publicity various venues afford particular moral matters, most people who become aware of those matters find many interesting and important. A problem most encounter, however, is determining the criteria through which they should approach the moral matters they wish to engage. Ethicists have long sought a moral theory that would provide the desired criteria, but most will grant readily that those efforts have not produced a generally-accepted theory. This book presents the author’s case that a kind of moral liberalism is the theory we should use to engage daily life’s moral matters. The author presents a conception of moral liberalism, argues that it is the best approach to practical morality in a plural society, and applies it to several of morality’s practical matters.
Author: Guy Davidov
Publisher: Oxford University Press
ISBN: 0191076848
Category : Law
Languages : en
Pages : 305
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Book Description
The mismatch between goals and means is a major cause of crisis in labour law. The regulations that we use - the legal instruments and techniques - are no longer in sync with the goals they are supposed to advance. This mismatch leads to a problem of coverage, where many workers who need the protection of labour law are not covered by it, as well as a problem of obsoleteness, as labour laws are not sufficiently updated in light of dramatic changes in the labour market. Adopting a purposive approach to interpretation and legislative reform, this volume addresses this crisis of mismatch. It first articulates the goals of labour law, both general and specific, through an in-depth normative discussion and a consideration of critiques. The book then proceeds to reconsider our means, asking what we need to change or improve in the laws themselves in order to better advance the goals. Some of the proposed solutions are at the level of judicial interpretation, others at the legislative level. The book offers several examples of the way a purposive analysis should be performed in concrete cases. It also recommends institutional structures that are suited to ongoing adaptation of the law to ensure that our goals are advanced even when circumstances frequently change. Finally, in response to the crisis of enforcement in this field, which frustrates the achievement of labour law's goals, several proposals to improve compliance and enforcement are considered.
Author: Matt Nichol
Publisher: Edward Elgar Publishing
ISBN: 1788115015
Category :
Languages : en
Pages : 256
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Book Description
This book examines labour regulation and labour mobility in two professional baseball leagues: Major League Baseball in the United States and Nippon Professional Baseball in Japan. Through vivid comparative study, Matt Nichol explores how each league internally regulates labour mobility and how this internal regulation engages with external regulation from the legislature, statutory authorities and the courts. This comparison of two highly restrictive labour markets utilizes regulatory theory and labour regulation and suggests a framework for a global player transfer system in baseball.
Author: Nicole B. Porter
Publisher:
ISBN:
Category :
Languages : en
Pages : 0
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Book Description
Many scholars have criticized the harshness of the employment at-will presumption, which allows an employer to terminate an employee for good reason, bad reason, or no reason at all. Other scholars defend at-will employment and criticize the just cause standard. This Article does not take sides in this debate; but instead, attempts to bridge the gap between the two by proposing a compromise statute, which I call the Employment Termination Equity Act (ETEA). Under ETEA, employers would remain free to terminate without having the difficult burden of proving just cause. However, certain enumerated reasons for termination would be unlawful. In determining which termination decisions should warrant protection, my goal was two-fold: (1) to make unlawful egregious termination decisions that have previously been unremedied despite the many exceptions to at-will employment and (2) to provide some overlap protection with current employment statutes by using a procedural process that will be more easily accessible by employees. Yet, in the spirit of true compromise, ETEA will provide fewer types of remedies than other employment statutes or common law claims, and will force plaintiffs to choose between suit under this proposed termination statute and other statutory remedies. As with any compromise, lines had to be drawn and line-drawing never satisfies everyone. My goal in this article is to convince the reader to view my line drawing optimistically - as a necessary means of bridging the gap between at-will employment and just cause.
